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December 2016

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“Communication between ANCI and the labour unions has always been marked by utmost open-mindedness. We discussed matters in a respectful setting, despite the difficult economic situation in our industry.

We are very satisfied with the contract, which has successfully balanced economic factors and the need for more flexibility in the use of working hours.

The agreement is the result of the excellent industrial relations that ANCI has succeeded in maintaining with the industry's labour unions.”

This is how Vito Artioli, president of ANCI, the Italian Footwear Manufacturers Association, describes the new agreement signed with the labour unions, FEMCA-CISL, FILTEA-CGIL, and UILTA-UIL for renewal of the collective bargaining agreement of the footwear sector.

The contract retroactively takes effect from 1 April 2008 and involves 6,450 businesses and more than 88,600 employees in the industry.

It will be valid for two years, expiring on 31 March 2010, as regards compensation and for four years for the regulatory portion with expiration date on 31 March 2012.

As regards industry compensation, the contract sets forth an average pay rise of Euro 94 (per month?) for 24 months (set at the super 3rd tier).

“The new contract,” Vito Artioli noted, “takes important steps forward to improve the flexibility of employment, to meet the needs of the market and therefore bolster the competitiveness of companies that decide to keep their production in Italy.

The greater flexibility involves working hours by raising the maximum ceiling of overtime, both for individual employees and as a per capita average, and introducing into the contract new opportunities to increase working hours, by converting to cash the paid personal days, already set forth in the contract.

In addition, it adds a new regulation of the elastic and flexible provisions in part-time employment contracts, a significant extension of the probationary period, and a new regulation of communications and excuses for absences, including in the event of illness, in order to develop fair relationships between companies and workers.”

“In this framework of collaboration and discussion,” continued the ANCI President, “the current system of hiring was confirmed and a Joint Committee will assess the need for updates to it; at the same time, it will be necessary to evaluate the need to reconcile employee training needs with company organizational needs, with particular concern for small and medium-sized companies.

Continuous training and professional upskilling are the priorities set between ANCI and the Labour Unions for the coming months.”